A Link between Employees Job Performance and Corporate Social Responsibility In The Banking Industry In Nigeria.

Author(s)

Jerome Nyameh , Joseph Albasu , Dr Mahmood Hamid Umar ,

Download Full PDF Pages: 23-33 | Views: 345 | Downloads: 96 | DOI: 10.5281/zenodo.3460282

Volume 4 - July 2015 (07)

Abstract

The study is to examine the link between employees job performance and corporate social responsibility in the commercial banks in Nigeria, in order to achieve that two objectives were formulated (i)To Investigate the overall role and contribution of internal CSR and employee job performance. (ii)To investigate the level of internal CSR adoption in Nigeria and two research questions was developed (1)What is the level of internal CSR adoption in Nigeria commercial banks? (2) What is role and contribution of internal CSR and employee job performance in Nigeria? .The study employed both quantitative and qualitative methods to obtain data through a self-administered questionnaire survey, a number of semi-structured in-depth expert interviews and content analysis. The case study organization was selected because the majority of studies conducted in Nigeria on similar or related topics were conducted on business or public organizations. The outcome of the quantitative and qualitative analysis reveals that there is a link between employees job performance and corporate social responsibility. The findings of this study have practical implications for organizational leaders, managers and employees, and their organizations, particularly banks in Nigeria, besides offering scope for further research in the area of organizational development 

Keywords

Employees Job Performance, Corporate Social Responsibility, Banking Industry and Nigeria. 

References

  1. Ajoku, O., O. (2012). The legal dimension to approach and promotion of corporate social responsibility Albinger, H.S., & Freeman, S. J. (2000). Corporate social performance and attractiveness as an employer to different job seeking population. J. Bus. Ethics: 28-243-253.
  2. Ali, I., Rehman, K. U., Yilmaz, A. K., Nazir, S., Ali, J. F. (2010). Effects of corporate social responsibility on consumer retention in cellular industry of Pakistan. Afr. J. Bus. Management 4(4):475-485.
  3. Allen, D.T., Herst, L.E.D., Bruck, S.C. & Sutton, M. (2000). „Consequences Associated With Work-to- Family Conflict: A Review and Agenda for Future Research‟, Journal of Occupational Health Psychology, 5(2). 278-308.
  4. Backhuas, K.B., Stone, B.A., Heiner, K. (2002). Exploring the relationship between corporate social responsibility and employer attractiveness. Bus. Soc., 41:292-318.
  5. Bartlett, K. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly, 12(4): 335-352.
  6. Barrett, A., & O‟Connell, P. J. (2001). Does training generally work? The returns to in- company training. Industrial and Labour Relations Review, 54(3): 647-662
  7. Becker, G. S. (1993). Human capital: A theoretical and empirical analysis with special reference to education (3ed.). Chicago, IL: University of Chicago Press.
  8. Black Enterprise. (2001). Managing a multicultural work- force. Black Enterprise Magazine (July)
  9. Canivet, C., Ostergren, P., Lindeberg, S., Choi, B., Karasek, R., Moghaddassi, M. & Isacsson, S., (2010). „Conflict between the work and family domains and exhaustion among vocationally active men and women‟, Social Science & Medicine, 70(8), 1237-1245.
  10. Carroll, A. B. (1991). The Pyramid of Corporate Social Responsibility: Toward the Moral Management of Organizational Stakeholders. Business Horizons, 34, p. 39-48.
  11. Crane, A. & Matten, D. (2004). Business Ethics. Oxford: Oxford University Press.
  12. Crompton, R. (ed.) (1999). Restructuring Gender Relations and Employment. Oxford: Oxford University Press.
  13. Crompton, R. & Lyonette, C. (2005). Gender, occupational class and work- life conflict: a comparison of Britain and Portugal. Paper presented at the Gender, Work and Organisation conference in Keele, 23rd June.
  14. Devoe, D. (1999). Managing a diverse workforce. San Mateo, CA: InfoWorld Media Group.
  15. Esty, K., Grifn, R., & Schorr-Hirsh, M. (1995). Workplace diversity. A manager‟s guide to solving problems and turning diversity into a competitive advantage. Avon, MA: Adams Media Corporation.
  16. Flagg, A. (2002). Managing diverse workgroups successfully. United Behavioural Health website (members only section). Available on the World Wide Web at http://www. ubhnet.com. Date visited, April 10, 2015.
  17. Foundation Centre, T. (2004). International Grantmaking III: An Update on U.S. Foundation Trends. New York: Foundation Centre.
  18. Frone, R. M., Russell, M., & Barnes M.G. (1996) „Work-family conflict, gender, and health-related outcomes: A study of employed parents in two community samples‟, Journal of Occupational Health Psychology, 1(1) 57-69.
  19. Greening. D. W., Turban, D. B. (2002). Corporate social performance as a competitive advantage in attracting quality workforce. Bus. Society. 39:254-280
  20. Herzberg, F (1974). Motivation-Hygiene Profile, Article. Research Associate at the University of Utah, pp.18-29. Igalens, Jacques and
  21. Roussel, Patrice, 1999, A Study of The Relationships Between Compensation Packge, Work Motivations and job Satisfaction, Journal of Organizational Behaviour, Edisi 2, pp. 1003-1025.
  22. IoD (1992). King Report on Corporate Governance in South Africa. Johannesburg: Institute of Directors in Southern Africa (IoD).
  23. IoD (2002). King Report on Corporate Governance in South Africa. Johannesburg: Institute of Directors in Southern Africa (IoD).
  24. Koonce, Richard. (2001). Redefining diversity: It‟s not just the right thing to do; it also makes good business sense. Training and Development, December.
  25. Kossek, E. E. & Ozeki, C. (1998). „Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organisational behaviour –human resources research‟, Journal of Applied Psychology, 83(2), 139-149
  26. McBarnet, D. (2009). Corporate Social Responsibility beyond law, through law, for law. Law working paper series
  27. Mann, P., S. (2004). “Introductory Statistics” John Wiley & Sons Inc. 5, 13, 592.
  28. Nigeria Law Reform Commission (1987). Working Papers on the Reform of Nigerian Company Law: Volume 1 - Review and Recommendations: p. 203-204. Lagos: Nigeria Law Reform Commission.
  29. Mirashe, S.P. & Kalyankar, N. V, 2010. Cloud Computing N. Antonopoulos & L. Gillam, eds. Communications of the ACM, 51(7), p.9. Available at: http://arxiv.org/abs/1003.4074.
  30. Muller, A. & Kolk, A., 2008. CSR Performance in Emerging Markets Evidence from Mexico. Journal of Business Ethics, 85(S2), pp.325–337. Available at: http://link.springer.com/10.1007/s10551-008-9735-y [Accessed July 14, 2014].
  31. OECD (2001). Balancing work and family life: helping parents into paid employment, Chapter 4, Employment Outlook.
  32. Peterson, D. K. (2004). The relationship between perceptions of corporate citizenship and organizational commitment. Bus. Soc., 43:296-319.
  33. Robinson, K. (2002). U.S. must focus on diversity or face decline in competitiveness. The Society for Human Resource Management (SHRM). Available on the
  34. Rupert, P., Stevanovic, P. & Hunley, H. (2009). „Work-family conflict and burnout among practicing psychologists‟, Professional Psychology: Research and Practice, Vol. 40, 2009, pp. 54-61.
  35. Samiee, S., Roth, R. (1992). The influence of global marketing standardization on performance. J. Mark., 56:1-17
  36. Saunders, M., Lewis, P., Thornhill, A. (2003). “Research Methods for Business Students”, Pearson Education Limited, Edinburgh Gate, England 3rd Edition,
  37. Sen, S., & Bhattacharya, C. B. (2001). Does doing good always lead to doing better? Consumer reactions to corporate social responsibility. Journal of Marketing Research; 38(2):225–43
  38. Tannenbaum, S. I., Mathieu, J. E., Salas, E., & Cannon-Bowers, J. A. (1991). Meeting trainees‟ expectations: The influence of training fulfilment on the development of commitment, self-efficacy, and motivation. Journal of Applied Psychology, 76(6): 759- 769.
  39. Taylor, R. (2001). The Future of Work-Life Balance. Swindon: Economic and Social Research Council.
  40. Tyagi, R., (2012). impact of corporate social responsibility on financial performance and competitiveness of business : a study of indian firms impact of corporate social responsibility on financial performance and competitiveness of business : a study of indian firms. , 667.
  41. Velde, E. Van De, Vermeir, W. & Corten, F., 2005. Corporate social responsibility and financial performance. Corporate Governance, 5(3), pp.129–138. Available at: http://www.emeraldinsight.com/10.1108/14720700510604760 [Accessed July 22, 2014].
  42. Winstanley, D. & Woodall, J., 1998. The ethical dimension of human resource management. , 10(2), pp.5–20.
  43. Zhang, M., Fan, D. & Zhu, C.J., 2013. High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links. Journal of Business Ethics, 120(3), pp.423–435. Available at: http://link.springer.com/10.1007/s10551- 013-1672-8 [Accessed July 12, 2014

Cite this Article: